{"id":13443,"date":"2025-05-19T08:44:52","date_gmt":"2025-05-19T08:44:52","guid":{"rendered":"https:\/\/2026a.karrierecoaching.ch\/?p=13443"},"modified":"2026-04-14T06:55:03","modified_gmt":"2026-04-14T06:55:03","slug":"glossar-situatives-interview","status":"publish","type":"post","link":"https:\/\/2026a.karrierecoaching.ch\/?p=13443","title":{"rendered":"Situatives Interview"},"content":{"rendered":"<p>Im situativen Interview geht es nicht darum, was jemand getan hat \u2013 sondern was er oder sie tun w\u00fcrde.<\/p>\n<p><a href=\"https:\/\/2026a.karrierecoaching.ch\/?p=3794\" target=\"_blank\" rel=\"noopener\">Recruiter<\/a> analysieren die vakante Stelle und definieren erfolgskritische Situationen. Daraus entwickeln sie Fragen, wie sich Bewerbende in der jeweiligen Situation verhalten w\u00fcrden. Gefragt wird nach der Verhaltensabsicht \u2013 nicht nach tats\u00e4chlichem Verhalten in der Vergangenheit. Grundlage ist die Annahme, dass formulierte Intentionen ein guter Indikator f\u00fcr sp\u00e4teres Verhalten sind. Das situative Interview ist strukturiert: Allen Bewerbenden werden die gleichen Fragen gestellt \u2013 ihre Antworten sind dadurch gut vergleichbar.<\/p>\n<p>Der Unterschied zum <a href=\"https:\/\/2026a.karrierecoaching.ch\/?p=3089\" target=\"_blank\" rel=\"noopener\">verhaltensbasierten Interview<\/a> liegt in der Zeitperspektive: Dort wird nach tats\u00e4chlichem Verhalten in der Vergangenheit gefragt \u2013 auf der Annahme basierend, dass vergangenes Verhalten der beste Pr\u00e4diktor f\u00fcr zuk\u00fcnftiges ist. Der Nachteil: Die meisten Bewerbenden haben ihre relevanten Beispiele nicht vorbereitet. Und weil alle unterschiedliche Situationen schildern, sind die Antworten weniger gut vergleichbar.<\/p>\n<p>Trotzdem halte ich das verhaltensbasierte Interview insgesamt f\u00fcr die aussagekr\u00e4ftigere Interviewform \u2013 weil es reale Belege liefert statt Absichtserkl\u00e4rungen.<\/p>\n<h2>Artikel zum situativen Interview (<a href=\"https:\/\/2026a.karrierecoaching.ch\/?page_id=8120\" target=\"_blank\" rel=\"noopener\">s\u00e4mtliche Artikel<\/a>)<\/h2>\n<p><a href=\"https:\/\/2026a.karrierecoaching.ch\/?p=9511\" target=\"_blank\" rel=\"noopener\">Erz\u00e4hl mir auch, was ich schon weiss!<\/a><br \/>\n<a href=\"https:\/\/2026a.karrierecoaching.ch\/?p=9491\" target=\"_blank\" rel=\"noopener\">Was wollen die Interviewer h\u00f6ren? Falsche Frage!<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Im situativen Interview geht es nicht darum, was jemand getan hat \u2013 sondern was er oder sie tun w\u00fcrde. Recruiter analysieren die vakante Stelle und definieren erfolgskritische Situationen. Daraus entwickeln sie Fragen, wie sich Bewerbende in der jeweiligen Situation verhalten w\u00fcrden. Gefragt wird nach der Verhaltensabsicht \u2013 nicht nach tats\u00e4chlichem Verhalten in der Vergangenheit. Grundlage [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[28],"tags":[],"class_list":["post-13443","post","type-post","status-publish","format-standard","hentry","category-glossar"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Situatives Interview - Karrierecoaching - Peter N\u00e4f<\/title>\n<meta name=\"description\" content=\"Im situativen Interview wird im Gegensatz zum verhaltensbasierten Interview nicht gezeigtes Verhalten, sondern die Verhaltensabsicht erfragt.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/2026a.karrierecoaching.ch\/?p=13443\" \/>\n<meta property=\"og:locale\" content=\"de_DE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Situatives Interview - 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